Trends That Matter: Getting Ghosted?

Trends That Matter: Getting Ghosted?

We include developments from the Staffing Industry Daily News and The Staffing Stream to help you focus on emerging movements that could shape your business for the better.

Getting Ghosted?

Candidates say disappearing on a potential employer is acceptable.

Overall, more than half of job seekers, 55%, said they abandon up to five job applications during the job search. Thirty percent of job seekers said workplace ghosting occurs because they accept another job and 19% said it occurred because they decided a role is not a match. Job seekers also ghost in response to being ghosted: Nearly one-quarter, 23%, said they ghost when a company stops communicating with them.

Candidate? Customer?

Job applicants and customers are one and the same, so treat each with care.

A positive candidate experience makes individuals more likely to purchase an organization’s products or services and satisfied customers are more likely to work for companies whose products and services they use, according to new research from ManpowerGroup Solutions. Conversely, lack of transparency around salary or no response to an application is most likely to negatively affect consumer purchasing intent — even more than rejection after an interview.

The Right Swipe

How to keep hiring managers from rejecting your candidates.

We live in a world of swiping, scanning, and occasionally scrolling. From news feeds to house hunting to dating, our mobile devices enable us to quickly review lots of topics. Every so often one grabs our attention enough to prompt us to scroll through the details. This has changed how most hiring managers review candidates. Which is why you must adapt how you submit talent to clients and prospects. Here’s how.

Learn the juicy details. Don’t just ask about her skills — instead, have her tell you about the positive business outcomes created by those skills. Don’t just ask him how much experience he has — have him give you the specifics regarding how that experience was praised by bosses and colleagues.

Create a compelling headline. To borrow from Actress Renee Zellweger’s character in Jerry McGuire, you need to have them at “hello.” Your headline, be it your first spoken sentence, the voicemail you leave, or the subject line of an email, determines if the hiring manager keeps paying attention or swipes you aside.

A thousand words. Presenting talent with pictures is an overlooked opportunity. No, this does not mean you send the candidate’s picture. For example, you could send a picture of a written performance review, nonproprietary work created by the candidate or an award plaque.

Keep them engaged. Take the details you uncovered in step 1 to write a brief opening paragraph that includes that information. You could make it more compelling by tying them into specific requests made by the hiring manager.

Microsoft will require its suppliers to offer eligible employees in the US a minimum of 12 weeks paid parental leave, up to $1,000 per week, announced Microsoft Corporate VP and General Counsel Dev Stahlkopf in a blog post. The decision follows a policy enacted in 2015 mandating 15 days paid time off for eligible contract workers.

The Redmond, Wash.-based software giant will work with it US vendors over the next 12 months to implement the new paid parental leave policy, which applies to all parents employed by Microsoft suppliers who take time off for the birth or adoption of a child.

Split Perception

About as many workers feel they are paid fairly as those who feel undervalued.

Almost half of professionals surveyed by global staffing firm Robert Half International feel they are paid fairly at their jobs. On the flip side, about half also think they are underpaid. The survey found 49% think they are “paid fairly,” and 46% think they are “underpaid.” Five percent reported they are “overpaid.”